edf40wrjww2CF_PaperMaster:Desc
ICMD Services currently does not have a performance management process in place for all of its employees. ICMD Services is a small company and employees 11 staff, a sales representative, two scheduling associates, one secretary, four technicians, one bookkeeper and a Vice President and the President/Owner. Currently the sales associate and myself have a performance management process in place but the rest of the staff does not. For myself, my performance is measured based on the profitability of the company on an annual basis and the sales associate’s performance is based on the monthly sales volume. A favorable evaluation results in a bonus based on a tiered scale. The rest of the staff does not have any performance evaluation. Because of this, there is a disconnect between their goals and objectives and that of the company’s.
Coming from a company that used to have annual performance evaluations, I am in favor of implementing such a process at ICMD Services. The performance evaluations at my last job were five general sections with 10 questions each and were completed by the employee and by his or her supervisor. The possible responses to each question were based on a ranked scale of 1 to 3 (1 = exceeds expectations and 3 = does not meet expectations). There was a comments area at the end of each section where the employee was expected to elaborate on responses that were marked as a 3. The personal evaluation covered quality of work, job knowledge, dependability and corporation, supervision and leadership, and overall performance. After completion and then during the review, both performance evaluations were ...